Dear Campus Community,
We would like to extend our deepest thanks to Dr. Sue Rankin of Rankin & Associates Consulting, LLC, Dr. Richard Russell, Dr. Suhua Dong, Shawna Sherrell, and the entire Campus Climate Study Working Group for their dedicated efforts in administering the Spring 2022 Campus Climate Study. Also, a special thanks to our students, faculty, and staff who participated in the survey and attended Tuesday’s presentations to reflect on the findings.
Together, as a community, we must do more to ensure a welcoming and inclusive campus environment for all of our members. The results of the survey underscore a central theme: this work has special urgency as it relates to historically marginalized groups and identities. As President and Chief Diversity Officer, the responsibility for advancing this commitment begins with us—and it extends to every member of the College.
The Campus Climate Study provided us with valuable information, but information alone does not bring about change. Now, we need to act on these insights in a systematic way to make progress toward our DEI commitments.
We know that there is a lot to reflect on, as well as multiple levels of meaning within the Climate Survey Report that was presented earlier this week. With this in mind, we want to continue not only having conversations connected to the report itself, but also in relation to other institutional and national data, committee work, Inclusion Action Plans, the Strategic Plan, and evolving events and needs.
As an immediate next step—certainly one of many—Dr. Eloísa Gordon-Mora, alongside a peer leader for each group, will be facilitating a series of follow-up discussions in the first two weeks of October.
View the full schedule of follow-up discussions.
- Participants can join the general discussion for their position, as well as many of the affinity group discussions for which they identify.
- Each session will last one hour and will consist of peer-led conversations on the findings of the report from the perspectives of that constituency / affinity group, and with the goal of identifying follow-up actions and priorities.
- The identity of all participants will be held in strict confidence.
- Additional discussion groups can be added upon request, but also, the different departments, working units, and student organizations should serve as occasions for the identification of shared concerns and actions.
Finally, and in terms of our support staff colleagues, please know that all supervisors have been asked to allow their staff to attend the pertinent follow-up sessions.
We have important work in front of us, and it is work we are dedicated to undertaking.
Dr. Eloísa Gordon-Mora
Chief Diversity Officer